Generation Issue in Workplace

Diversity

Francis Dominic Agustin

Princess L. Rumusud
- BSTM 3A
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to guess the gibberish word and the puzzle
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 Directions: Decode The Following Letters
05 competitive
To maintain or gain
advantage,
04 beyond
This chapter goes slightly
the last chapter in that
organization must value?

it focuses on the generational

issue?

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EGENARITNO EUSSI NI
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 Generation Issue in Workplace
Diversity

Francis Dominic Agustin

Princess L. Rumusud
- BSTM 3A
 Objectives
Knowledge of generational issues is important today at
work. Based on the previous chapter that considered age
diversity to be an essential aspect of managing diversity,
this chapter goes slightly beyond the last chapter in that it
focuses on the generational issue. This has been a
classification made by western authors to delineate various
generations that have existed and that may have both
similarities and contrasting differences.
WORK EVOLUTION THROUGH DIFFERENT GENERATIONS

Also referred to as “the Silent Generation”,

Veterans “Matures” or the “Traditional Generation”
1925-1942

The next oldest and generally the largest

Baby boomers generational cohort in the workforce today
1943–1964

The next largest generational cohort in the

Generation X workplace today
1965–1981

The youngest generation in the workplace

Millennials today with most yet to enter
1982–1994

The first generation never to know the world

Generation Z without the internet, value diversity and 1997–2012
finding their own unique identities

Some respondents suggested the label 'the

Millennium Generation', perhaps appropriate
given the fact that this next generation will be
Generation Alpha the first to have been born into the 21st 2013-2025
century. By 2025 Generation Alpha will be
the largest Generation in the History of the
world.
Veterans in the Workplace: Advantages and Disadvantages of hiring
Veterans

They value the paternalistic employment

1925-1942 relationship, safe working conditions, job
security, and benefits organizations offered.

Pros
 They are skilled
 They may commit fewer mistakes Cons
 Can contribute ideas
 Proven track record  They require higher salaries
 Take their job more seriously
 Some are resistant to try new ideas
 They can perform duties on time

 They may demand higher benefits
Can work with minimum or no
supervision  Family obligations
 You can find out about their actual
performance
Baby Boomers: Advantages and Disadvantages of hiring Baby Boomers

They tend to be driven, willing to go extra

mile with the motto “live to work”. On the
1982–1994 job, boomers expect to arrive early and to
leave late; seeing visibility as the key to
success.

Pros
 Baby Boomers are Reliable and
Self-Aware
 Baby Boomers are Wise and Make
Great Mentors
 They are talented and underutilized
 They are also your customers
 They are a crucial component of an
intergenerational workplace
 They know how to adapt
 They know what they want
 They can work with different
personality types
Cons
 They are quite competitive in the
workplace
 Baby boomers causing worker shortage
 Today, baby boomers are reaching
retirement age and dealing with
challenges of aging.
 They're fear-driven
 Insight: Generations seen from different perspectives

1925-1942
Baby Boomers: A unique generation in the last
Veterans 1943-1964
century
 Generation X: Advantages and Disadvantages of hiring Generation X

Xers want quality of life, expecting

balance and placing boundaries on the
1965-1981 infringement of work on their personal
lives living by the motto “work to live”
and “not “live to work”.

Pros
 They’ve mastered work/life balance
 They’re more experienced and specialized
in their fields of work
 They fill a soft skills gap
 They value professional development
 They work well collaboratively
 They’re excellent problem solvers
 They’re open to feedback
 They are tech-savvy but not tech-dependent
 They work hard, play harder, learn from the
past and plan for the future
X
Cons
✓ Generation X workers have sometimes been
characterized as lazy, arrogant, unreliable,
cynical, and particularly oriented to self rather
than to teams.
✓ Not afraid to embrace the plethora of new hi-tech
innovations, especially mobile technologies
✓ Do not work long hours in order to maintain the
work-life balance
✓ Generation X tends to be skeptical
 Generation Y: Advantages and Disadvantages of hiring Generation Y
Hi! My name is
Sometimes referred to as the “Why” generation, they Sara and I’m a
are also not afraid to voice their concerns and Millennial
1982–1994 opinions and question authority. Having a keen sense
of fairness and fair play in the workplace, they
believe rules are rules and expect bosses to enforce
them and not bend them.

Pros
 Personal learning and development are more important
for them than financial rewards
 People of Gen Y are image-driven
 They are looking for a good work-life balance, flexible Cons
working hours and strong diversity policies
 Gen Y are innovators  Less likely to display loyalty to a company
 Gen Y is results-oriented  Millennials feel entitled
 Gen Y enjoys collaboration  They're whiny
 Gen Y is tech-savvy  Difficult to Motivate
 Hiring millennials can save you a lot of money and  Need for Immediate Gratification and
reinforce your company's positive impact on society and Reward
the environment  Continuously Seek Feedback, Guidance and
Direction
 Hi! My name is
Sara and I’m a
Millennial

Insight: Generations seen from different perspectives

Generation X
Generation Y
X 1965-1981 1982–1994
Generation Z: Advantages and Disadvantages of hiring Generation Z

Generation Z has an informal, individual and

straight way of communicating, and social
1997–2012
networking is a vital part of their lives. They
are a Do-It-Yourself generation.

Pros
Z
 Tend to be more entrepreneurial
 Trustworthy
 Tolerant Cons
 Less motivated by money than Gen Y
 The are more realistic about their work  Lack problem-solving skills
expectation  Less inclined toward voting and to
 Optimistic about the future participating in their communities than
 Tends to be impatient earlier generations
 They’re Quick Minded person  High dependency on the technology
 Individualistic  Low attention span
 Self-directed  Most demanding, acquisitive,
materialistic and entitled generation
Generation Alpha: Advantages and Disadvantages of hiring Generation Alpha in the
future
Growing up during a pandemic, recession, mental health epidemic, remote
work experiment, and technological revolution will both define the Alpha's
as a generation and have a lasting influence on whom they become as they Jimy
eventually enter the workforce. Alpha's won't separate work and life
2013-2025 because work and life will be completely integrated by the time they enter
Born 2017
the workforce. This is due to the fact that they were raised by parents who
worked remotely for at least a year during a pandemic, normalizing the
work-from-home trend.

Pros
 They will be the most diverse and educated
generation
 They will be prepared to thrive in our tech-
enabled workplace
 They will desire to work at innovative world-
changing companies
 Alpha's are optimistic about the future despite
all the challenges we face
 Alpha's have started their careers earlier, have
more information at their fingertips, are tech
savvier, smarter, and will make us all better
Cons
 Generation Alphas will have careers in emerging
fields such as cyber-security crime and crypto
crime
 They won't work for a company that isn't
technologically advanced and will deem them
extinct and irrelevant
 The Alpha's will suffer from more mental health
issues than prior generations and demand
companies to be a support system as they get
through their hardships.
 Jimy
Insight: Generations seen from different perspectives Born 2017

Generation Z Generation Alpha

Z 2013-2025
1997–2012
Let's have a short
recap about the
Generation Issue in
Workplace Diversity
SO WHY GENERATION IS A
MAJOR ISSUE IN THE
WORKPLACE?
 Implications for Organizations

In their study on generations in New Zealand, Lyon et al (2011) mention that

organizations are finding that retaining and managing today’s generations has become
more demanding than supervising the more compliant workers of yesterday.

Kroll (2009) explains that managing four generations at work has become a key topic
in human resources, experts say. The interest has been fueled not only by the mix of
worker ages, but also by the potential for intergenerational conflict as workplaces
experience layoffs and other cutbacks during the recession.

To maintain or gain competitive advantage, organization must value diversity by

developing new strategies that recognize employee’s values and attitudes. Thus,
understanding the values and attitudes of each of these generational cohorts will lead to
more effective management, motivation, and retention of a diverse workforce.
 Dealing with generational diversity

According to Dittmann (2005) states that generational differences

sometimes may cause clashes in the workplace, especially among workers
on teams.

Comparatively, Kroll (2009) points out that those varying frames of

reference can greatly influence work perspective. Traditionalists, shaped
by a country uniting behind the war effort, tend to be loyal employees
who respect authority.

According to Deal (2007) agrees that the justifications for

intergenerational conflict is weak and believes that individuals from all
generations have more similarities than dissimilarities. They share several
common family values such as honesty, love, happiness, a sense of worth,
respect and conscientiousness that shape their work values and
expectations. All employees want their peers and superiors to value them
want to work in a safe and harmonious place.
 Addressing the challenge of generational diversity

Communication is vital in order for businesses to be successful.

American corporations have been slow to recognize the importance of
generational changes in the workplace and have not planned effectively
to prevent a demographic meltdown (Lindborg, 2008). Next,
Generational diversity training is a critical element to the success of
today’s workforce. Generational diversity training that includes a focus
on this is important to effectively deal with all employees. Just as
blended learning captures all valuable mediums to accommodate
different learning styles, such concepts should be implemented to
address the various learning and work styles of different generations.
Mentoring can be used to leverage generational diversity. Yamamura and
Stedham (2007) stated that mentorship could be an effective, informal
method to bridging the gap between generations. New professionals
should be paired with experienced mentors who can provide practical
guidance and support.
 Building a
better future
will depend
on our ability
to appreciate
generational
differences.

-Mal Fletcher

THANK YOU!
Directions: 1-6 Enumeration while 7-15 read and
analyze the following questions. Choose the letter of
the correct answer.
 QUIZ

1-6. What are the different generation that we discussed earlier?

 QUIZ

7.This is the generation where they prefer traditional way in the

workplace?

A: Millennials B: Silent Generation

 QUIZ

8.This generation is the future of the workplace and they are too exposed in the
internet world?

A:Baby Boomers B: Generation Alpha

 QUIZ

9.This generation have a motto of "work to live“?

A: Generation X B: Generation Alpha

 QUIZ

10. This generation have the highest tendency to do a job hop

because they want to explore other fields of works?

A:Generation Z B: Veterans
 QUIZ

11. This generation are not scared to raise their concern or even question the
authority in the workplace?

A: Generation-X B: Generation-Y
 QUIZ

12. It is vital in order for businesses to be successful?

A:Communication B: Gossiping
 QUIZ
13. This generation are known to be workaholic who rarely job hop
and this generation have a motto of "live to work“?

A: Baby Boomers B: Generation Alpha

 QUIZ

14. They are the youngest in the workplace?

A:Silent Generation B: Generation-Z

 QUIZ

15. Complete the lyrics of the song elevate by Jeff Garcia Dami ng
smoke nag load nag toke __-___ tapos nag elevate.

A:Na-choke B: Nag-coke
 Building a
better future
will depend
on our ability
to appreciate
generational
differences.

-Mal Fletcher

THANK YOU!